Best answer: When the workman has not entitled to compensation in the certain cases?

In which case workmen is not entitled for compensation?

–No compensation shall be paid to a workman who has been laid-off— (i) if he refuses to accept any alternative employment in the same establishment from which he has been laid-off, or in any other establishment belonging to the same employer situate in the same town or village or situate within a radius of five miles …

When compensation is denied to a workman who has been laid-off under ID Act?

There are provisions for review of the said decision by the authority suo-moto or in response to an application. Compensation for Laid-Off period: A workman who is laid-off is entitled to compensation equivalent to 50 percent of the total basic wages and dearness allowance for the period of lay-off.

What compensation will a workman get when laid-off?

A workman is entitled to lay-off compensation at the rate equal to fifty per cent of the total of the basic wage and dearness allowance for the period of his lay off except for weekly holidays which may intervene. Compensation can normally be claimed for not more than forty-five days during any period of twelve months.

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Who among the following is not entitled to lay-off compensation under the Industrial Disputes Act 1947?

Prohibition of lay-off under Industrial Disputes Act, 1947

An employer cannot lay off a workman whose name is mentioned in the muster roll of his industrial establishment except when the reason for such layoff is lack of power or a natural calamity.

Is workmen entitle to have compensation in case or strike?

Any management will argue that for any strike legal or illegal, workmen will not be entitled to wages during the period of strike based on the principle of no work no pay. … A strike may be justified but illegal. ii. A strike may be unjustified but legal.

Which of these is an unfair Labour practice on part of the workmen?

Unfair Labour Practices on Part of the Employer:

To interfere with, restrain from, or coerce, workmen in the exercise of their right to organize, form, join or assist a trade union or to engage in concerted activities for the purposes of collective bargaining or other mutual aid or protection, that is to say.

When an employer can terminate the services of workmen?

The Industrial Disputes Act, 1947 mandates a 30- to 90-day notice period when terminating “workmen.” In the case of manufacturing units, plantations, and mines with 100 or more workmen, “termination for convenience” requires government approval; in other sectors, it requires only government notification.

How much compensation does the workman deserve at the time of retrenchment?

The workman has to be paid, at the time of retrenchment, compensation which is equivalent to fifteen days’ average pay (for every completed year of continuous service) or any part thereof in excess of six months; and Notice in the prescribed manner is to be served on the appropriate Government (or such authority as may …

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What do you mean by badli Workman?

— “Badli workman” means a workman who is employed in an industrial establishment in the place of another workman whose name is borne on the muster rolls of the establishment, but shall cease to be regarded as such for the purposes of this section, if he has completed one year of continuous service in the establishment. …

What is retrenchment how it is different from layoff?

Layoffs are involuntary terminations, usually done due to business and expenditure reasons. Retrenchment is the permanent termination of an individual’s employment due to the closing of the department or replacement of labour.

What is the maximum period of layoff?

According to section 25C of Industry and dispute Act 1947, maximum days allowed to Layoff of employee by employer is 45 days, for those days, employee who is laid-off is entitled for compensation equal to 50% of the total of the basic wages and dearness allowance that would have been payable to him, had he not been so …

What are the essential conditions for compensation?

5 essential factors for determining compensation

  1. Years of experience and education level. It probably goes without saying, but the more experience and education a candidate has, the higher their expected compensation. …
  2. Industry. …
  3. Location. …
  4. In-demand skill sets. …
  5. Supply and demand.